| 高校教师绩效管理计件工资化及其治理路径研究 |
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| 引用本文： | 蔡连玉,鲁虹.高校教师绩效管理计件工资化及其治理路径研究[J].高校教育管理,2020,14(2):97-104. |
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| 作者姓名： | 蔡连玉 鲁虹 |
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| 作者单位： | 浙江师范大学教师教育学院,浙江金华321004;浙江师范大学教师教育学院,浙江金华321004 |
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| 基金项目： | 教育部哲学社会科学研究重大课题攻关项目 |
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| 摘 要： | 当前高校教师绩效管理正在趋向于计件工资化。绩效工资起源于计件工资,但两者在价值基础、衡量指标和管理风格等多方面存在诸多差异。高校绩效管理计件工资化体现在过分追求短期量化产出,上下沟通缺乏以及考核结果应用单一等方面。计件工资化导致高校发展难以满足社会对大学知识创新、人才培养的需求。计件工资化的制度演化诱因主要在于高校教师工作绩效统计具有复杂性,行政权力主导了高校内部治理格局,学术同行评议机制不成熟且被虚化等。为此,高校需要依据科学的发展战略来确定教师绩效的合理目标,权力主体间需有效沟通以达成科学的绩效管理共识,绩效管理过程中应加强上下沟通和绩效辅导。除此之外,我国还应不断完善学术同行评议制度并强化外部评价机制。
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| 关 键 词： | 绩效管理 绩效工资 计件工资化 治理路径 同行评议 |
On university teacher performance management turning topiecework wage system and its governance approaches |
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| CAI Lianyu,LU Hong.On university teacher performance management turning topiecework wage system and its governance approaches[J].Journal of higher Education Management,2020,14(2):97-104. |
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| Authors: | CAI Lianyu LU Hong |
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| Institution: | (College of Teacher Education, Zhejiang Normal University, Jinhua 321004, China) |
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| Abstract: | Currently university teacher performance management system is turning to the piecework wage system.Though performance-based pay originates from piecework wage,there remain some differences between the two in many aspects such as the value basis,measure index and management style.The turning to piecework wage are reflected in some aspects such as excessive pursuit of short-term quantified outputs,poor communication between managers and teachers,and single application of assessment results.This turning has caused many problems in meeting the social needs of knowledge innovation and personnel cultivation.The reasons leading to this turning lie in the complexity of the performance statistic of university teachers′work,the dominating status of the administrative power within the governing pattern of universities,and the immaturity and formalization of the academic peer review mechanism.In order to govern the turning to piecework wage,universities need to set reasonable goals for teacher performance according to scientific development strategies,internal departments should communicate effectively to achieve scientific consensus on performance management,managers and teachers should strengthen communication and the teachers should be provided with performance guidance during performance management,and it is imperative to improve academic peer review system and strengthen external evaluation mechanism. |
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| Keywords: | performance management performance-based pay turning to piecework wage governance approaches peer review |
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